NFL picks Caesars Entertainment as first casino sponsor
The NFL entered a partnership with Caesars Entertainment, the league's first official casino sponsor. The multiyear deal, however, does not include sports betting or fantasy football.
The arrangement begins with this weekend's playoffs and is worth $30 million annually for three years.
This latest development is part of a dizzying turnabout for the league. For years, the league insisted gambling was one of the biggest threats to its existence.
Caesars will draw on its properties, celebrity chefs, music artists and other entertainment platforms to provide NFL fans with "unique experiences."
Caesars will have exclusive rights to NFL trademarks in the U.S. and United Kingdom, including the Super Bowl and draft. Caesars will host parts of the 2020 draft.
The Cowboys, Ravens, Saints, Falcons, Eagles, Bears, Raiders, Jets, Lions and Seahawks already have advertising agreements with casinos.
With the expansion of sports betting to other states made possible by last year's Supreme Court ruling, other gambling companies have reached partnerships with leagues. Last year, MGM Resorts became the official gambling partner of the NBA, the NHL and Major League Baseball.
Attempts by Las Vegas to advertise on the Super Bowl were rebuffed repeatedly in the past because the city has casino gambling and sports betting.
Things began changing in 2017 when the NHL put a team in Las Vegas, the first major sports franchise for the city. They changed even more when the city lured the Raiders beginning in 2020 with a $1.9 billion stadium built across the freeway from the Mandalay Bay hotel-casino.
Memento maker: ‘Flat photos don’t tell the whole story
Memories You can hold;
Memories You Can Hold provides 3-D scanning and printing of next-generation digital selfies. That means a miniature duplicate of you at this moment in time. The products range in size creating duplicates of pets and people.
Developed in the mid-1980s, 3-D printing has become a mainstream product in manufacturing and has grown to a $7 billion industry. Memories You Can Hold is one of the few 3-D printing businesses in Las Vegas, offering locals “the ultimate 3-D selfie.”
The process began in Hollywood on movies like "Avatar" and games like "Red Dead Redemption," where they scan and digitize actors and props for use in digital production. When they saw the quality of what they were creating in media, they decided that it was perfect to bring to the public for creation of special mementos.
Their favorite customers are Brides, grooms, graduates, sports players, adults, kids, pets, and anyone who wants to freeze a moment in time like a special event or memory.
What sets them apart from other 3-D-printing companies?
They use a process that is not like any other. They capture with photogrammetry, process their files after the scan for accuracy, and print using state-of-the-art printers.
Their goal is to help people remember specific times in their lives, whether it is a milestone like graduation or a wedding, a birthday, or just a great day, making sure they can freeze time for them to help them remember.
They have a subscription plan where someone can bring their little one in on their birthday and have a permanent record of every year of their lives. They grow up so fast, and flat photos don't tell the whole story.
What is the best part about doing business in Las Vegas?
Vegas offers a unique cross section of people from cosplayers to sports players, from show goers to showgirls, from celebrities to just plain folks. It’s all here.
Like any small business, the challenge is to get the word out, but their story is spreading.
Wages and the Worker’s Market: Nevada Staffing
Nevada’s employment landscape is one with numerous available jobs but an insufficient number of qualified people to fill them. It’s an employee’s market in Northern Nevada. If somebody’s not working, there really is no excuse. They can pick and choose, but at the same time, there are not enough skilled workers. The situation is the same in Southern Nevada, too.
There are a ton of jobs available, but it is tough right now to find that right individual for a given position.
Regardless, a skills gap remains. The good news is that numerous groups—colleges, universities, training centers, unemployment agencies, economic development groups, the state and more—are working hard, via various programs, to address it, developing and implementing training solutions,
Given the inadequate pool of skilled candidates actively seeking positions and the fact companies like to try out a potential employee before hiring them, Nevada staffing firms are busy. These businesses find and place workers in jobs for which they are well matched in terms of skills and company culture. Due to low barriers of entry and low unemployment rates, the landscape is enticing for new businesses.
To attract the workers they want, many Nevada companies must pay higher wages, and perhaps to retain the employees they have, offer incentives.
The compensation packages that many Northern Nevada companies offer, remain at levels seen four to five years ago and have not increased accordingly with market growth. This has hindered their ability to employ the level of workforce they desire.
In Southern Nevada, great demand exists among employers for workers in the light industrial or manufacturing/warehouse, call center and clerical sectors. Employers are not succumbing to the warm body theory that anybody is preferred to nobody. They are willing to take their time to find the right individual.”
There are more jobs here than there are employees. The greatest demand is for supply chain, warehouse/distribution and accounting/finance workers along with managers and directors.
In Southern Nevada, the hardest jobs to fill are those in professional services, particularly jobs in accounting, information technology and administrative assisting and positions for generalists versus specialists.
To find appropriate job candidates, staffing firms rely heavily on their networks, referral sources, recruiting partners and social media and online job sites. When necessary, they’ll recruit from outside of Nevada.
High-end jobs, for supervisors and accountants, for example, and some specialized positions, such as specialty welders, are the most difficult to fill.
To fill those jobs, staffing agencies sometimes have to recruit people who already are working, either that or they get creative. That might include pairing up with local colleges and universities, pursuing students about to graduate, encouraging companies to offer paid internships and looking outside the state.
Things to Think About When You're New to Recruiting
Recruiting in the current age of low unemployment and a skilled trades shortage is tough!
Post the job. Sometimes the more industry or function specific job boards are pricier, but well worth the money if it's a tough role to fill and otherwise could sit open a few months. Once you get the job posted, are the candidates applying relevant? If they aren't, how come? Is the job posting wording attracting the right people? Are we using the right acronyms and lingo? Put yourself in a job seekers shoes - they want to connect with the posting so that they apply.
Along with job posting, is sourcing for candidates. It's good to post the job so that you have a link to send candidates with the job description, company overview and salary details, but sometimes you just won't get the applicants you need from your postings. There are so many different sourcing tools and chrome plug ins that can be used to find and reach out to people. Do your research and see what works best for the type of candidates you're looking to attract.
Reach out to the candidates who respond. Some companies only respond via email to candidates. Some people are easier to reach if you call them or text them! Try options and see what works. Don't lose a good candidate over lack of/method of communication.
Interview them. There is so much that goes into interviewing! Some of the feedback from candidates was that they were there a long time, got asked the same questions over and over, or that interviewers were late and seemed rushed and flustered. An interview process takes planning and preparation by the interviewers! The hiring manager and I discuss who they want on the on the interview team and why. What insight will they bring to the hiring manager that will help them decide? Hold a pre-interview meeting with interview teams to let each person know why they were chosen and what specifically they should be focusing on during their part of the interview. This way each person doesn't ask the candidate to go over their resume and describe themselves.
This is also a great time to discuss priorities. If filling the role is a priority, then the interviewers need to commit to making the room in their schedules. If they can't, they can let the hiring manager know in the pre-interview meeting, so someone else can be named to the interview team in their place. Interviewers switching places with each other and seeming rushed and flustered is not a good impression to candidates!